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Organisational Behaviour of IE
MindMap notes 2025-2026
, Introduction to organisational behaviour The DISC Model Chapter 1: People at work
Job analysis is the process of studying a DISC model = demand-induced
job to determine which activities and strain compensation model Definition of Work: A set of coordinated, goal-directed activities requiring sustained
responsibilities it includes, its relative effort carried out in exchange for something (usually money).
importance to other jobs, the Multidimensionality: 1. Goal-directed: Purpose is production of goods/services/data/knowledge.
qualifications necessary for performance Cognitive components 2. Coordinated activities: Requires structure, routines, procedures, tools.
of the job and the conditions under
which the work is performed
Emotional components
Physical components
3. Requires effort + compensation: Physical/mental/emotional effort → reward
(usually monetary).
Job design: the content and organization of one’s work tasks, activities, relationships
and responsibilities. It affects work stress, job satisfaction, performance,
absenteeism, accidents, team innovation and company financial revenue.
Frederick Taylor (1856–1915), founder of the scientific management approach,
emphasized:
Job design • Simplifying tasks
• Separating planning from execution
“All activities that plan, design, and • Selecting workers for specific tasks
influence the interaction between people
and the work system. “ Tayloristic principles often lead to repetitive, boring, and physically demanding jobs. In
contrast, the Human Relations Movement focuses on fitting the job to the worker,
TOPIC 1
not the worker to the job.
Contemporary work psychology aims to improve employee productivity while maximizing
worker health and well-being.
New ways of working include flexible work timing, varied work locations, and the
facilitation of information technologies.
Chapter 2.4: Research
Methods in Work Psychology
Research design = the blueprint or plan
for how a study is conducted to answer
a research question
Designs that Designs that Maximize Designs Maximize McGrath’s (1981) Three-Horned Dilemma
The Job Demands- Maximize Precision
Precision = ability to
Generalizability
Generalizability = extent
Existential Realism
Focus on real tasks, real
control variables + isolate study findings apply to context, real experiences
Resources Theory causal mechanisms. the broader population.
1.Interviews
1.Laboratory Surveys: Approaches 2.Focus groups
Experiments 1.Probability sampling 3.Observational methods
2.Field Experiments 2.Non-probability 4.Experience-sampling
3.Quasi Experiments sampling 5.Task analysis
Organisational Behaviour of IE
MindMap notes 2025-2026
, Introduction to organisational behaviour The DISC Model Chapter 1: People at work
Job analysis is the process of studying a DISC model = demand-induced
job to determine which activities and strain compensation model Definition of Work: A set of coordinated, goal-directed activities requiring sustained
responsibilities it includes, its relative effort carried out in exchange for something (usually money).
importance to other jobs, the Multidimensionality: 1. Goal-directed: Purpose is production of goods/services/data/knowledge.
qualifications necessary for performance Cognitive components 2. Coordinated activities: Requires structure, routines, procedures, tools.
of the job and the conditions under
which the work is performed
Emotional components
Physical components
3. Requires effort + compensation: Physical/mental/emotional effort → reward
(usually monetary).
Job design: the content and organization of one’s work tasks, activities, relationships
and responsibilities. It affects work stress, job satisfaction, performance,
absenteeism, accidents, team innovation and company financial revenue.
Frederick Taylor (1856–1915), founder of the scientific management approach,
emphasized:
Job design • Simplifying tasks
• Separating planning from execution
“All activities that plan, design, and • Selecting workers for specific tasks
influence the interaction between people
and the work system. “ Tayloristic principles often lead to repetitive, boring, and physically demanding jobs. In
contrast, the Human Relations Movement focuses on fitting the job to the worker,
TOPIC 1
not the worker to the job.
Contemporary work psychology aims to improve employee productivity while maximizing
worker health and well-being.
New ways of working include flexible work timing, varied work locations, and the
facilitation of information technologies.
Chapter 2.4: Research
Methods in Work Psychology
Research design = the blueprint or plan
for how a study is conducted to answer
a research question
Designs that Designs that Maximize Designs Maximize McGrath’s (1981) Three-Horned Dilemma
The Job Demands- Maximize Precision
Precision = ability to
Generalizability
Generalizability = extent
Existential Realism
Focus on real tasks, real
control variables + isolate study findings apply to context, real experiences
Resources Theory causal mechanisms. the broader population.
1.Interviews
1.Laboratory Surveys: Approaches 2.Focus groups
Experiments 1.Probability sampling 3.Observational methods
2.Field Experiments 2.Non-probability 4.Experience-sampling
3.Quasi Experiments sampling 5.Task analysis
